If the policy has no such clause then you can go ahead and use the employee termination notice. Give Personnel a Chance to Inform Their Side. If you're terminating the employee for drinking on-the-job, for instance, don't beat around the bush. Employee termination Notice Guidelines. Behaviors like this only add to the employer's right to terminate the jobholder.

For a medium risk termination, you can dismiss right away, but you have increased legal exposure. An employee termination form can help to ensure you do not leave out any information. In short, you do not have to go through two or three counseling and remedial periods with a jobholder to layoff her or him. By using it, you'll produce satisfactory evidence. Employee separation for alcohol abuse is tough, but not impossible. Because the Personnel department is not for the most part in the ex-employee's chain of command, they are in the best position to conduct the exit interview and get honest opinions. In other words, having a good severance package to offer a departing worker moves Personnel into the realm of PR, making the effort put into the package all the more worthwhile. Even if you're the firm's CEO, you must get an independent review of any layoff. Terminating such people may involve a security risk to your business if they hold keys to buildings, file cabinets, or desks. As a smart owner or Human resource Supervisor, you must realize the importance of ending gross misconduct as quickly as possible.